Individual and Team Assessment and Development

Individual and team assessment

and development

2

Human Capital Management Process

Overview for Phases 1, 2 and 3

Phase 1:

Employee

Recruitment

and

Selection

Phase 2:

Developing

the

Individual

for Success

Phase 3:

Developing

the Team

for Success

3


Phase 1: Employee Recruitment and Selection

Role

Definition

Selection

Assessment

Employee

On-Boarding

Along with key

stakeholders:

Define tasks,

responsibility, authority

Determine

competencies for

success

Develop

comprehensive job

description

Design recruiting and

staffing strategy

Leverage role definition

to:

Design accurate

assessment process

Administer

assessment battery and

conduct structured

interview

Train interviewers for

accurate and legal

interview techniques and

content

Partner with stakeholders

and new employee to:

Design developmental

on-boarding plan via

assessment results

Draft an employee

“user’s manual”

Coach employee

through the first 90 days

Process Check

& Debrief

Assemble team and all

participants to:

Review the process

steps taken in Steps 1-3

Develop a list of key

insights and best

practices

Evaluate/improve

phase 1 and prepare for

phases 2 & 3

4

Human Capital Management Process Phase 1

Step 1: Role Definition

Define tasks,

responsibilities,

authority

Determine

competencies

for success

Develop a

comprehensive

job description

Design recruiting

and staffing

strategy

Gather information

from incumbents,

supervisors, subject

matter experts, and

other stakeholders

Organize, analyze

and synthesize the

input

Create a “database”

of information about

the job

Create foundation

for legal defensibility

for selection methods

and decisions

Integrate the tasks,

responsibilities, and

authority with required

employee

characteristics

Weight and/or rank

requirements

Draft a

comprehensive job

profile

Develop

“marketable” job

description for

recruiting

Develop and

implement a sourcing

plan

Establish screening

procedures

Generate candidate

pool

Review and screen

candidates

Develop “short list”

for further

consideration

Identify critical

performance

requirements

Identify the employee

characteristics, including

knowledge skills and

abilities, required for

successful performance

Establish benchmarks

with incumbents and

other companies

5


Step 2: Selection Assessment

Design

accurate

assessment

process

Administer

assessment battery &

conduct structured

interview

Train other

interviewers on

accurate & legal

techniques & content

Identify methods that

isolate and measure

candidate characteristics

and differentiate among

candidates

Develop an assessment

battery

Create legal, relevant,

and valid structured

interview questions

Validate appropriate

application via research,

benchmarking, and follow-

up

Ensure legality of the

assessment system

Conduct interviewer

training workshops

Explain the problems

with unstructured

interviewing

Highlight the legal issues

involved with employee

selection and interviewing

Train participants on the

best practices for legal and

accurate interviewing

Practice developing and

asking structured interview

questions

Schedule interview,

testing and travel logistics

Administer assessment

battery

Interview candidates

Ensure legal defensibility

of interview content

Draft comprehensive

candidate profile and hiring

recommendation based on

assessment and interview

results

6


Step 3: On-Boarding

Design

developmental on-

boarding plan via

assessment results

Draft an

employee


Coach

employee through the

first 90

days

Distinguish strengths

and developmental needs

for the new-hire vis-à-vis

the position requirements

Partner with supervisor

to design a training and

development plan for new

hire: a roadmap for the first

90 days on the job

Help develop a cultural

and team assimilation plan

to integrate the new hire

Aid new hire in making a

break from past role and to

develop systematic learning

plan

Help diagnose and clarify

business situation and

identify opportunities for

quick wins

Assist new hire and

manager to establish solid

working relationship

Help identify from whom

help/support is needed

Provide council for

keeping balance and

perspective

Partner with the new hire

to identify his/her work

style, idiosyncrasies,

strengths, weaknesses,

preferences, pet peeves,

etc.

Draft a “user’s manual”

with new hire to share with

coworkers to aid in

relationship building and

collaboration

Help new hire develop

communication/roll-out

strategy for sharing his/her

manual

7


Step 4: Process Check and Debrief

Review process

steps taken in

Steps 1-3


insights and best

practices

Evaluate/improve

phase 1 and prepare

for phases 2 & 3

Formally conclude the

HCM Phase 1

Prepare team and new

hire for Phases 2 & 3

Establish next steps for

the team and/or new hire

to lead into Phases 2 & 3

Implement best

practices for next iterations

of the different HCM

process Phases

Synthesize the input from

the process check

discussion(s) to identify

common, relevant,

actionable, important

themes

Clarify and document

insights regarding process

design, execution and

results

Develop best practices

that will inform team for the

next HCM process iteration

as well as other processes

within the organization

Gather information,

documents, metrics, etc.

about the results of HCM

steps 1-3

Lead a process check

discussion(s) with all

participants

Identify what worked well

and what could be

improved

8

Human Capital Management Phase 1

Define tasks,

responsibilities,

authority

Determine

competencies

for success

Develop

comprehensive

job description

Design recruiting

and staffing

strategy

Role Definition

Design accurate

assessment

process

Administer

assessment battery

& conduct interview

Train interviewers

for legality and

accuracy

Selection Assessment

Design

developmental on-

boarding plan

Draft

employee


Coach

employee through the

first 90 days

On-Boarding

Process Check and Debrief

Review process

steps taken in Steps

1-3


insights and best

practices

Evaluate/improve

phase 1 & prepare for

phases 2 & 3

9


Phase 2: Developing the Individual for Success

Current

Role

Definition

Evaluative or

Developmental

Assessment

Coaching,

Development

& Training

Process Check

& Debrief for

Phase 2

Along with key

stakeholders:

Define tasks and

responsibilities

Determine

competencies for

success

Establish lines of

authority and

accountability

Identify potential

changes in role based on

new employee’s skills,

abilities, etc.

Along with supervisor or

other authorized leader:

Clarify the purpose(s)

of the evaluation

Determine the success

factors to be measured

Design methodology

for valid, accurate,

comprehensive

evaluation

Collect and analyze

data for development,

promotion, or

restructuring

Partner with supervisor

or leader and employee

to:

Clarify the nature of

the engagement and

explore client goals

Prioritize client

strengths and

weaknesses

Develop and

implement an goal-

oriented action plan

Evaluate client

progress and utility of the

program


participants to:

Review the process

steps taken


insights and best

practices

Evaluate/improve

HCM Phase 2 and

prepare for Phase 3

10


Step 1: Current Role Definition

Define tasks

and

responsibilities

Determine

competencies

for success

Establish lines of

authority and

accountability

Identify role

changes with

staff turnover

Gather information

from incumbents,


matter experts, and

other stakeholders

Organize, analyze

and synthesize the

input

Create a “database”

of information about

the job

Create foundation

for evaluation and

development

Identify and prioritize

the concerns of all

stakeholders

Establish clear lines

of accountability with

supervisor and

subordinates

Establish all dotted

lines of accountability

with other stakeholders

Delineate realms of

authority for the

individual and for

others

Identify ways in

which the

responsibilities,

authority, and

accountability have

changed

Develop

communication plan to

convey changes to

stakeholders

Design method to

hold others

accountable for

adapting to role

change

Identify critical

performance

requirements

Clarify the employee

characteristics, including

knowledge skills and

abilities, required for


Verify success factors

with incumbents,


matter experts and other

stakeholders

11


Step 2: Evaluative or Developmental Assessment

Clarify

purpose(s) of

the evaluation

Determine

success factors

to be measured

Design

evaluation

methodology

Collect and

analyze

employee data

Work with supervisor

to determine the

purposes of the

evaluation

Ensure alignment

among supervisor,

employee,

stakeholders, and

coach

Interview employee

to gather self-

assessment data

Administer test

batteries, where

applicable

Gather 360°

feedback from

supervisor, peers,

subordinates

Synthesize data to

identify strengths and

weaknesses that are

known and unknown to

the employee and

known to others

Prioritize job

responsibilities and

competencies for the

employee

Identify critical factors

for this assessment

Gather all relevant

information to establish

benchmarks, past

performance,

expectations, changes,

etc.

Identify methods that

isolate and measure

employee performance and

characteristics, i.e.:

interviews, 360° feedback

Identify all relevant, legal

and valid sources for data

collection

Develop data collection

sequence, timeline,

process, and participants

Validate methodology via

research, benchmarking,

and follow-up

12


Step 3: Coaching, Development and Training

Clarify nature of

engagement &

explore goals

Prioritize client

strengths and

weaknesses

Develop and

implement

action plan

Evaluate client

progress and

program utility

Build trust with

employee by

addressing concerns of

confidentiality,

resistance to change,

potential payoff for

change, and the future

vs. the past

Clarify coach’s role

as partner, the

organization’s

commitment to

success, and

boundaries for the

engagement

Discuss employee’s

areas for improvement,

org’s needs, and aims

of coaching

Develop specific and

measurable goals with

the individual

Build in processes to

enhance and sustain

motivation

Develop a method

for changing any habits

that constrain

performance

Involve the

organization and

leverage its resources

to facilitate change

Establish a

communication plan to

manage the impacts of

change

Gather 360°

feedback at set

intervals

Encourage high

levels of accountability

with the individual

At conclusion of

formal coaching

engagement, measure

the individual’s

progress

Develop a set of

metrics to gauge the

program’s

effectiveness

Sift through

known/unknown

strengths/weaknesses

information gathered in

assessment step

Identify where the

individual needs or wants

to be in comparison to

where he/she is

Establish the

organization’s standards

for the individual

Select 2-3 priority

areas of focus for

development

13



Review process

steps taken in

Steps 1-3


insights and best

practices

Evaluate/improve

phase 2 and prepare

for phase 3


HCM Phase 2

Prepare team and

individual for Phase 3


the team and/or individual

to lead into Phase 3

Implement best



process Phases


the process check


common, relevant,


themes




results



next HCM process phases

iteration as well as other

processes within the

organization

Gather information,



steps 1-3



participants


and what could be

improved

14


Current Role Definition

Evaluative or Developmental Assessment

Coaching, Development, and Training

Define tasks,

responsibilities,

authority

Determine

competencies

for success

Establish lines of

authority and

accountability

Identify role

changes with the

turnover


Clarify

purpose(s) of

the evaluation

Determine

success factors

to be measured

Design

evaluation

methodology

Collect and

analyze

employee data

Clarify nature of

engagement &

explore goals

Prioritize client

strengths and

weaknesses

Develop and

implement

action plan

Evaluate client

progress and

program utility

Review process


1-3


insights and best

practices

Evaluate/improve

phase 2 and prepare

for phase 3

15


Phase 3: Developing the Team for Success

Performance

Conditions

Clarification

Process Design

&

Implementation

Team Outcome

Evaluation/

Improvement

Process Check &

Debrief for

Phase 3

Along with leader and

team members:

Establish a clear and

engaging direction for the

team

Identify necessary

material resources for

team performance

Develop processes to

monitor, forecast, plan

and take action to ensure

optimal performance

conditions


team members:

Develop success

metrics and

communication

processes with the

group’s customers

Establish team and

individual learning

processes to improve

team performance



and take action to

improve overall

outcomes


team members:

Ensure that performers

are aligned and

energized

Develop processes for

smooth, unconstrained

task execution



and take action to

change and improve

processes


participants to:

Review the process

steps taken


insights and best

practices

Evaluate/improve

HCM Phase 3 and

prepare for next Phase

16


Step 1: Performance Conditions Clarification

Establish clear and

engaging direction for

the team

Secure necessary


team performance

Develop monitoring,

planning and action

processes

Build set of metrics

against which to measure

adequacy of the

performance conditions

Establish sufficient

measurement intervals

and measure performance

Leverage information to

evaluate and improve

team performance

conditions

Establish team

performance requirements,

including output, timelines,

and quality measures

Identify the necessary

resources to achieve

objectives, including human

resources, finances,

information, and authority

Negotiate for and

assemble resources

required for successful

performance

Help build team structure

that is facilitative, focusing

on tasks, composition and

norms

Engage the organization

to build a supportive

context, including rewards,

education and information

Clarify the role of the

leader

Continually engage

expert coaching at key

intervals

17


Step 2: Design and Implement Team Processes

Ensure that

performers are

aligned & energized

Develop processes

for smooth task

performance

Develop monitoring,

planning and action

processes

Identify critical tasks for


Identify links,

interdependencies,

inputs/outputs, etc. among

the various tasks

Develop processes that

minimize error, cost and

time to ensure sequential

task performance

Test processes in

advance of full roll-out

Clarify any issues with

roles and responsibilities

(leverage insights from

phase 2)

Ensure that ample effort

is budgeted and applied to

the tasks

Align individuals with

sufficient levels of

information and skills with

performance tasks

Select appropriate

performance strategies

required for tasks



adequacy and efficiency of

the team’s processes



and measure process

output, efficiency, etc.



team processes

18


Step 3: Evaluate and Improve Performance Outcomes

Develop success

metrics and customer

communication plan

Establish team and

individual learning

processes

Develop monitoring,

planning and action

processes

Develop norms for

crediting and blaming team

members, admitting

mistakes, and sharing

lessons learned

Create a database to

record cause/effect and

other key learnings

Implement process

checks at key intervals

Develop a system to hold

team members accountable

for learning on the job

Establish mutual

understanding with

customer for performance

criteria

Clarify/develop the

metrics that the customer

will use to measure

performance

Establish a customer

communication plan

regarding performance,

changes, metrics, etc.



adequacy of the team’s

performance outcomes



and measure outcomes



team performance

outcomes and customer

satisfaction levels

19



Review process

steps taken in

Steps 1-3


insights and best

practices

Evaluate/improve

Phase 3 and prep for

next Phase


HCM Phase 3

Prepare team and

individual for next Phase


the team and/or individuals

to lead into next Phase

Implement best



process Phases


the process check


common, relevant,


themes




results



next HCM process phases

iteration as well as other

processes within the

organization

Gather information,



steps 1-3



participants


and what could be

improved

20


Performance Conditions Clarification

Ensure that

performers are

aligned & energized

Develop processes

for smooth task

performance

Develop monitoring,

planning and action

processes

Process Design/Implementation

Develop success

metrics and customer

communication plan

Establish team and

individual learning

processes

Develop monitoring,

planning and action

processes

Team Outcome Evaluation/Improvement


Review process


1-3


insights and best

practices

Evaluate/improve

Phase 3 & prep for

next Phase

Establish clear and

engaging direction for

the team

Secure necessary


team performance

Develop monitoring,

planning and action

processes

21

Ben Dattner, Ph.D.

1-212-501-8945

[email protected]

www.dattnerconsulting.com

mailto:[email protected]

http://www.dattnerconsulting.com/

Individual and Team Assessment and Development

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